High Potential Talent Competencies
Financial Services
Focused High Potential Talent Building - customized, tailor made exercises specifically designed for financial services industry - Banking,... More > Insurance, Investment Banks, Broking, Securities, Private Equity, Venture Capitalists and so on. Includes several competency maps with a focus on futuristic behaviors in a digital financial services world that includes AI, Blockchain, Robotics, Neural Networks, Machine Learning, Robotics and IoT.
The tools designed for such FS Centric centers are industry sharp, providing the assessors and participants with a comprehensive experience on many business – behavioral aspects of the issues challenges, opportunities and facets confronting their everyday leadership role. Leadership is not always about managing people - In fact in today's day and age leadership is about demonstrating a business attitude towards clients, customers, people, process, technology, and stakeholders.< Less

Discover the Digital Organization! We think of organizations as an amorphous, large, complex institutions. True, but organizations are also symbols of its people who aspired, nurtured and struggled... More > away to make it work; not to forget its collection of stories, rituals, episodes, values, experiences that can be broadly summarized and called as the culture. And the ethics that their organizations display today and in times to come. Organizations are products of a leader’s imagination. It takes the shape of that dream. And in that dream, good or bad, lies its destiny. Leadership is disrupted owing to digital influences in technology, knowledge, millennial mindset, people attitudes, skills, behaviors, rapid changes in customer needs, speed and agility, flexible structures, dynamic - creative designs, unique people actions (expectations and deliverance), talent issues, business climate, HR programs, work values and business ethics (all displayed as culture) - A Digital Mind Set & all about Leadership.< Less

Human Resources Disrupted!. This book is a detailed analysis of what causes HR disruptions, in both positive and negative ways. It is about CEO and CHRO's role and their influence in building... More > organizations or destroying value while struggling to understand digital business models, products, customers and high performing cultures. The book contains best practice examples of people disruptors, digital strategies for talent management, predictions, trends, HR functions going out of fashion, digital climate possibilities, Value based cultures, organizational design, HR tech elements, HR knowledge management, organization re roles and HR business model based structural options, detailed surveys, tests, methodologies on Talent Strategies etc. At the core Talent Rules!< Less

Discover the Intellectual Company! When we think of organizations we think of an amorphous, large, complex perhaps global, institutions that have built in mechanisms for vision, strategy, structure,... More > roles, goals, processes, people, technology, systems, clients, products and activities. True, but organizations are also symbols of its people who aspired, nurtured and struggled away to make it work; not to forget its collection of stories, rituals, episodes, values, experiences that can be broadly summarized and called as culture. And the ethics that their organizations display today and in times to come. Organizations are products of a leader’s imagination. - A Digital Mind Set.< Less

Gamification in Talent Assessments and Competency Management is an engaging mechanic to include games, events, episodes, drama, simulations, experiences, creativity, technology, learning styles, goal... More > orientation, reward desires, human needs, social interactions, senses to high potential talent, employers, experts, analysts and assessors to collaboratively build talent scenarios for a a leadership pipeline. A game designing process of evolution and feedback that is inclusive, behaviorally energizing, fun and learning oriented. It offers players to build upon existing tech platforms and Talent Management - HRIS systems to actively integrate evaluation behaviors to analytics, intelligence, social collaboration, automation to leadership competency and performance based team working. Gamification strives to build upon people's desire to express, seek identity, contribute, reach out to and offer rewards in an innovative way.< Less

Profitability is not a stand-alone aspect of a business organization. It is inextricably linked with Costs. But Profits and costs requires a facilitating culture. A company’s culture can have a... More > significant impact on financial performance. Companies with adaptive cultures emphasized by key managerial constituencies—customers, stockholders, and employees—realized, revenue, stock price & net income increases. Such cultural experiences are best applied when organizations seek to push employee contribution ahead of other factors that influences business performance. Maintain a transparent, strategic focus and alignment so that employees know how they are contributing to the results, & where employees come on par with customers when fulfillment of need is concerned.< Less

Leadership Centers, a focused, friendly, talent development leadership development - assessment process identified for service industries such as BFSI, Professional Services, Consulting, Digital,... More > Business Services, IT/IS, Corporate Functions, and Knowledge Industries focuses on developing leadership capabilities to manage smart intellectual talent. The tools designed for such centers are industry sharp, providing the participants with a comprehensive experience. Leadership Centers handle a wide variety of tools such as In Basket, Psychometrics, Case Studies, Group Discussions, Competency Tests, Role Plays, Social Adaptability, Contingency Exercises, Journey Mapping Issues, Transformation Story Telling, Dialogue Debates, Concept Discussions and many similar assessment methods are included. With a wide variety of tools, templates, forms this book is customized for Employee Experience.< Less

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